A whistleblower is an individual who reports , either verbally and or in writing , to senior management and or officers of the corporation, any kind of information or activity that is deemed illegal, dishonest, unethical  , and / or  breaches of statutory  laws  and regulations , for example under the Corporations Act 2000, the Australian Consumer and Competition Laws and or industry specific laws. 

Corporations and its directors / senior managers have very broad fiduciary and legal obligtaions in the performance of their duties and need to stringently comply with the relevant corporate, environmental, taxation, workplace and / or  work health and safety laws.  

The Corporations Act provides significant safeguards for whistleblowers and makes it a criminal offence to victimise one because of a protected disclosure. 

Lately we have sensed a greater determination by employees and middle level management to raise their concerns regarding unethical and unlawlful corporate behaviour and conduct. 

Indeed we regularly also hear " If I speak up I will lose by job" and our advice has been it is essential you speak up when the corporations conduct seriously affects consumers, suppliers , and the general public, physically, financially, and emotionally. 

Please see further examples of whistleblower conduct and please contact Connect Legal, speak to Richard  and or Jake whenever  you have been victimised for legitimately raising your concerns.  

A corporation and its directors / senior managers under the Australian Consumer and Competition Laws 2010 have obligations not to mislead and deceive their customers in relation to the products / services offered. Furthermore each industry has applicable laws and regulations which develop various safeguards that corporations need to comply with. In this instance once again if your employment has been terminated on the ground of redundancy, there has been no consultation and you have raised these whistle blower complaints, then it may be a sham redundancy. If this scenario has occurred to you please contact our office and speak to our experienced solicitors who have pleaded and succeeded on these matters in the Federal Circuit Court.

The Banking Act of 1959 has significant whistle blower protections that protects bank employees from raising serious breaches of the Act. These matters are not simplistic and require indepth interviews and written submissions to highlight the flagrant breaches. Connect Legal its team of solicitors, barristers and paralegal have been very experienced in this area and can safeguard your legal rights when you have legitimately raised banking whistle blower complaints.

We have acted in numerous instances for employees raising whistle blower complaints within the healthcare industry working for public / private hospitals, aged care centres, medical device and pharmaceutical companies. Undoubtedly , within healthcare the primary objective is patient care and to ensure that the most appropriate and safe health diagnosis is provided to the patient. We constantly hear about health and medical malpractice issues, and it is vital as an allied health professional you speak up both verbally and in writing about these matters. Thereby if your employment has been terminated because you have raised legitimate healthcare concerns then contact Richard Aslanian from Connect Legal to further discuss your matter.

Yes to each and every circumstance that you perceive that your employer is flagrantly breaching the Corporations Act, The Australian Consumer and Competition Laws and or any industry specific laws and regulations. Indeed we understand the ramifications to your employment and we have heard many times " that I will lose my job if I speak up". However the more appropriate question is if I do not speak up , remain silent, others may get physically, financially and emotionally disadvantaged and hurt. Corporations have to understand they not only have obligations to shareholders, but many other stakeholders such as employees, suppliers, regulators, and the general public. The notion of corporate social responsibility is firmly entrenched within our workplaces and thereby it is essential you speak up verbally and in writing when you perceive your employer has intentionally impinged on the rights of all stakeholders.

Indeed there may be credible grounds to demonstrate you have been dismissed for exercising your workplace rights pursuant to the Fair Work Act, Australian Consumer Competition Law and Corporations Law. However, what is essential that you have formalised your workplace complaints in writing to management and or kept detailed notes. Indeed your former employer will allege it was a legitimate redundancy, but the timing is very interesting considering your exercised very serious workplace rights and complaints.

Medical devices companies have very important legal obligations pursuant to the TGA and the Work Health and Safety Act, whereby they have to ensure their medical devices comply with the applicable TGA operating standards. Indeed under the TGA, medical device companies have to self report any malfunctioning products. In your circumstances, if the company's medical devices are faulty, they have not self reported and you have exercised workplace rights about these faulty products, then there is a positive correlation your employment was because you exercised your workplace rights.

Our legal services will be undertaken on a No Win No Fee basis as has been the case from inception when we commenced defending employee rights in the late 90s. We will provide a written costs agreement outlining our No Win No Fee policy and will provide an estimate of the applicable fees.